In present times, every startup is built on technology. For tech-startups, technology becomes the key product or service. But even non-tech startups leverage technology to deliver the product or service they offer. As a result, building a strong technical team becomes crucial.
As Marissa Mayer, Co-Founder of Lumi Labs and Former CEO of Yahoo states:
“In technology, it’s about the people. Getting the best people, retaining them, nurturing a creative environment, and helping to find a way to innovate.”Marissa Mayer
It is no secret, that the number of startups all across the world is increasing at a fast pace. And all of them are competing for the best tech-talent around. So, it is imperative to put an effective strategy in place to get quality talent that can take your company to the next level.
Here are three tried-and-tested recruitment strategies to attract and land the best tech-talent for your startup.
For any company looking for sustainable and continuous growth, sourcing needs to be developed as a process. This means that you have to work on building a round-the-year recruitment cycle wherein new vacancies/opportunities are updated regularly. This would ensure that you have a regular inflow of tech-talent to choose from for your tech-team.
The strategy here is not to hire a bunch of candidates every month, but to interact and engage with the tech-talent around you so that you have an applicant base at your disposal at all times. To build a strategic process around sourcing, you need to take care of two parallel systems.
Always Be On The Lookout
For any company that is planning to expand its team, it is imperative to be present on portals which candidates are interacting with. For instance, you must have a presence on LinkedIn where you’d update candidates regularly about available positions in your company.
We’d refrain from recommending generic job portals though. Your company is more likely to get lost in the heap of spams that these portals fill applicants’ profile with. We’d recommend Workship, an exclusive platform for tech-recruitment only.
Another must-have in this process is a referral system. A referral system is a great way of ensuring the quality of tech-talent. Not just that, it helps in building a sense of ownership in the employees, a key-value for startups.
Lastly, always be on a lookout for tech-professionals you’d want to have in your team. They might be already engaged with another company but if they are doing the kind of work you want at your company and excelling at it, a message doesn’t hurt.
A Glassdoor survey suggests that nearly 25% of the tech-professional plan to switch jobs within the next three months. If you are lucky, the person you want to add in your tech team might be one of those.
Focus On Employer Branding
It would be futile to list opportunities if you are unable to attract worth candidates for them. To ensure the best tech-talent for your startup, you must become a company they’d want to work with. And for that, you have to brand yourself as a world-class company. Moreover, you have to focus on branding your tech-work.
A common way of doing that is to add a blog on your website that not only talks about topics that the top tech-talent would like to engage with but also places your organisation as an expert in the field. Another addition to that would be to add a section in the blog that talks solely about your brand. For instance, we have a Worktale section for Workship.
Companies are also devoting blogs to their engineering teams to build their presence amongst the techies and hire the best. Many use Medium as a portal to build this. Some of the examples include:
- Instagram Engineering– Growth journeys, case studies and stories from people who build Instagram providing insight into what the techies get to do at Instagram.
- Facebook Engineering– Codes, techniques and discussions that go that build, support and sustain facebook giving a complete behind the scenes of engineering at Facebook.
- Slack Engineering– Details and discussions around new features, personal experiences and more to highlight the kind of work that happens at Slack.
If you don’t have the bandwidth to build a blog, you could start with “About”, “Work” and “Team” pages. These will highlight the kind of work you do, your culture, mission and vision.
You have to keep pace with your potential competitors who are trying to hire the same tech-talent as you. The demand for tech-talent is high and the supply of quality tech-talent is well, not that abundant.
In such a case, you cannot afford to lose a worth candidate due to process formalities. You need to hire quickly. For this, you need to focus on two major processes.
You cannot clog your recruitment pipeline with irrelevant applications that by the time you contact a suitable candidate, they’ve already accepted an offer from another company. For this, you need to filter out applicants fast and connect with the top-candidates promptly. To do that, you have to take the following measures:
Write Detailed and Accurate Job Descriptions
Be very detail-oriented while writing job-descriptions and add extremely relevant keywords to them so that only profiles that match them accurately get filtered out. If looking for tech-talent, avoid generic portals and engage with portals specific to techies (like Workship)
Understand The Candidate’s Needs In the Telephonic Round
A telephonic round is a great way to accelerate the screening process. But it has to be used effectively by the recruiters. Instead of merely matching if the candidate’s experience and skill-set match the job requirements, understanding their requirements and expectations is also important. Something we try extensively at Workship.
In the telephonic round, you must be able to know:
- Candidates understanding of the role (Clarify wherever needed- they should have clarity on this)
- Candidates expectations from the role and the company ( In terms of growth and learning)
- How aligned the candidate is with the role, the company and the vision.
Another key area to optimise in your hiring is the HR bit. By this, we primarily mean the formalities after you know that you have found the right candidate for the role you were offering. At this point, it is crucial to speed up the process of salary negotiation and share the offer letter with the candidate at the earliest.
In this period, it is also important to stay responsive and available at all times to keep the candidate engaged with the company.
Last but not least, is to move away from the traditional interview strategy and move towards a more practical and candidate-focussed interview process.
Most companies nowadays are shifting from the traditional, algorithm-based whiteboard interview to a practical one. In this, companies interview candidates on the skills that they’d be using on a day-to-day basis as a part of their role. This also includes interviewing the candidate on the specific tech they would be working on.
For this, some companies as the candidates to work with their dev team for a day and fix real-times bugs. Some companies share a recent tech-problem they had to face and ask the candidate for solutions.
Ideally, in a practical interview, the candidate should be able to fix a problem that is similar to what your startup faces along with your present team. This way you not only judge their technical capabilities but also understand how well they’d be able to collaborate with the tech-team.
In The End
To summarize, finding the best tech-talent is all about projecting the right image of your company to the candidates and building the right recruitment processes to make it easier for them to join your company.
If you are a company that’s engaged in their growth, you can leave your hiring woes to us by Hiring Through Workship. We will ensure that your team gets the right tech-talent that fits your technical requirements and cultural needs.